1. Recruitment Leaders Connect
May 2014
Ken Brotherston
Executive Chairman

2. Agenda
• Recruitment market drivers
• The essential qualities of today’s recruiter
• Crowdsourcing and TheJobPost
• Threats and opportunities in 2014
A new approach to finding talent

3. Recruitment market drivers
• Economic cycle
– Downturn lasted a long time
– Upturn isn’t yet as strong as it needs to be
• Impact of technology
– Direct hiring more effective than ever
– Rise of online databases
• Recruitment business models
– MSP’s, ATS’s, RPO’s etc. now bedded in
– Industry is polarising rather than consolidating
A new approach to finding talent

4. Historical value proposition of Recruitment
A new approach to finding talent
Closing
Assessment
Identification
£

5. Current value proposition of Recruitment
A new approach to finding talent
Closing
Assessment
Identification
£

6. Essential qualities for today’s recruiter
• Relationship oriented
– Long term view –
take time to get to know client
– Responsive, available
– Anticipate issues and
offer solutions
– Not cheap but takes long
term commercial view
A new approach to finding talent
Trust

7. Essential qualities for today’s recruiter
• Market knowledge
– Aware of Industry/sector issues
and impact on talent
– Knowledge of key players
and who is up and coming
– Up to date with trends in talent,
compensation and new
processes/business models.
A new approach to finding talent
Respect

8. First identified by Jeff Howe
– Wired Magazine in 2005
Crowdsourcing
...an open call to a large group
A new approach to finding talent

9. 9
Crowdsourcing platforms that we all use

10. A new approach to finding talent
Crowdsourcing in recruitment
…..it’s not if or when but how.

11. A new approach to finding talent

12. A simple effective solution
•One contract
– access TheJobPost network of 35,000 specialist recruiters
• Total control
– set the terms & fee level per role
• Access specialist suppliers with fresh talent pools
– engage a range of specialist recruiters in a controlled manner
• Immediate qualified engagement
– To ensure speed and quality, recruiters pay to engage
• Standalone or integrate with your ATS
– based on volume
A new approach to finding talent

13. Recruiter selects the job & pays to engage

14. Recruitment crowdsourcing – best practice
• Offering has to work for employers and recruiters
– Employers need access to the whole recruitment supply chain
– Recruiters need an effective economic model
– Recruiters pay an access fee
• Facilitation rather than management
– Let the recruiter know who the employer is
– Allow them to engage with each other
• Need to cover permanent and contract
– Allows even the smallest firm to engage on contract roles
– Fully compliant: salary and margin paid every week.
• Delivers market insight
– Recruiter metrics (in-house and external)
– Immediate market feedback
A new approach to finding talent

15. TheJobPost - our philosophy
• Our offering has to work for employers and recruiters
– Employers need access to the whole recruitment supply chain
– Recruiters need an effective economic model
• Facilitation rather than management
– Let the recruiter know who the employer is
– Allow them to engage with each other
• Need to cover permanent and contract
– TJP is the only platform to offer a contract solution
– Allows even the smallest firm to engage on contract roles
– Fully compliant: salary and margin paid every week
A new approach to finding talent

16. We deliver excellent results for these companies
A new approach to finding talent

17. Threats and opportunities in 2014
• The ‘run faster’ model of recruitment
will continue to decline
• Crowdsourcing will disrupt the industry but is also a huge
opportunity:
– Consolidate your existing relationships
– Allows access and engagement with new employers
– More effective management of your BD costs
– Higher profitability
• Specialist knowledge built on quality relationships
A new approach to finding talent

18. A new approach to finding talent